Masterworks Code of Conduct

Masterworks expects each member, contractor and employee to uphold and embody the mission and values of the chorale. 

MISSION

Masterworks Chorale inspires and engages our community through vibrant and expressive music-making. We strive to enrich the cultural tapestry of the Peninsula with diverse, dynamic programming through concerts and educational outreach programs.

VALUES

Musical Excellence

Masterworks is committed to the pursuit of musical excellence so that we share meaningful, enriching, transcendent concert experiences with our community/audience.

Caring Culture

We foster a diverse, friendly, caring, respectful, open, honest, positive, trusting and supportive environment.

Creativity & Innovation

We have the creativity and courage to try original and imaginative approaches to our music and performances, while honoring the great traditions of choral music. 

Community Partnerships & Outreach

We value and nurture diverse community partnerships, and actively reach out to share our music with the broader community.

While working for/with Masterworks Chorale musicians, volunteers, contractors and employees should expect the following: 

• A rehearsal and performance environment that encourages the creative process, provides transparent communication and promotes mutual respect from everyone involved

• An environment free from harassment, discrimination, bullying and violence in all forms

• Empowerment to speak out and report abuses, and an expectation of thorough, timely investigations and appropriate measures and/or consequences of abuses

• Recognition of the personal and physical boundaries of others

In support of these values and expectations, Masterworks will: 

• Enact and enforce policies and procedures that maintain zero tolerance for harassment, discrimination, bullying and violence

• Make every reasonable effort to ensure that all concerned are familiar with these policies and are aware that any complaint in violation of such policies will be investigated and resolved appropriately.

• Ensure that Code of Conduct, policies, and procedures are reviewed annually and attached to all contracts and letters of agreement

• Provide musicians, volunteers, and employees with definitions of harassment, including sexual harassment, discrimination, bullying, and violence

• Ensure that allegations of inappropriate behavior are investigated and resolved in a thorough and timely manner

• Protect whistleblowers so they are shielded from any repercussions or retaliation for reporting alleged policy or alleged legal violations in good faith

• Enact consequences for violations that are commensurate with the acts committed, including additional training, suspension or termination

• Notify applicable authorities in accordance with local, state and federal laws, including human rights legislation and health/safety legislation should a complaint is made that involves allegedly illegal conduct

Harassment Policy – Definitions and Implementation

Sexual Harassment

Sexual harassment constitutes discrimination and is illegal under federal, state and local laws. For the purposes of this policy, “sexual harassment” is defined, as in the Equal Employment Opportunity Commission Guidelines, as unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature when, for example: a) submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s involvement in the organization, b) submission to or rejection of such conduct by an individual is used as the basis for any decisions affecting such individual (such as employment or advancement), or c) such conduct has the purpose or effect of unreasonably interfering with an individual’s performance or creating an intimidating, hostile or offensive working environment.

Title VII of the Civil Rights Act of 1964 recognizes two types of sexual harassment: a) quid pro quo and b) hostile work environment. Sexual harassment may include a range of subtle and not-so-subtle behaviors and may involve individuals of the same or different gender. Depending on the circumstances, these behaviors may include unwanted sexual advances or requests for sexual favors; sexual jokes and innuendo; verbal abuse of a sexual nature; commentary about an individual’s body, sexual prowess or sexual deficiencies; leering, whistling or touching; insulting or obscene comments or gestures; display in the workplace of sexually suggestive objects or pictures; and other physical, verbal or visual conduct of a sexual nature.

Harassment

Harassment on the basis of any other protected characteristic is also strictly prohibited. Under this policy, harassment is verbal, written or physical conduct that denigrates or shows hostility or aversion toward an individual because of his or her race, color, religion, sex, sexual orientation, gender identity or expression, national origin, age, disability, marital status, citizenship, genetic information, or any other characteristic protected by law, or that of his or her relatives, friends or associates, and that: a) has the purpose or effect of creating an intimidating, hostile or offensive work environment, b) has the purpose or effect of unreasonably interfering with an individual’s performance, or c) otherwise adversely affects an individual’s participation in the organization.

Harassing conduct includes epithets, slurs or negative stereotyping; threatening, intimidating or hostile acts; denigrating jokes; and written or graphic material that denigrates or shows hostility or aversion toward an individual or group that is placed on walls or elsewhere on the employer’s premises or circulated in the workplace, on company time or using company equipment by e-mail, phone (including voice messages), text messages, social networking sites or other means.

Individuals and Conduct Covered

These policies apply to all musicians, volunteers, contractors and employees whether related to conduct engaged in by fellow musicians, volunteers, contractors or employees or by someone not directly connected to Masterworks (e.g., an outside vendor, consultant or patron).

Conduct prohibited by these policies is unacceptable at Masterworks and in any Masterworks related setting outside of rehearsals or performances, such as during trips, meetings and Masterworks-related social events.

Reporting an Incident of Harassment, Discrimination or Retaliation

Masterworks encourages reporting of all perceived incidents of discrimination, harassment or retaliation, regardless of the offender’s identity or position. Individuals who believe that they have been the victim of such conduct should discuss their concerns immediately with the head of the Governance Committee, whose committee is acting as the ombudsman for the organization.

In addition, Masterworks encourages individuals who believe they are being subjected to such conduct to promptly advise the offender that his or her behavior is unwelcome and to request that it be discontinued. Often this action alone will resolve the problem. Masterworks recognizes however, that an individual may prefer to pursue the matter through the Governance Committee.

Complaint Procedure

Individuals who believe they have been the victims of conduct prohibited by this policy or believe they have witnessed such conduct should discuss their concerns with the Governance Committee.

Masterworks encourages the prompt reporting of complaints or concerns so that rapid and constructive action can be taken before relationships become irreparably strained. Therefore, while no fixed reporting period has been established, early reporting and intervention have proven to be the most effective method of resolving actual or perceived incidents of harassment.

Any reported allegations of harassment, discrimination or retaliation will be investigated promptly. The investigation may include individual interviews with the parties involved and, where necessary, with individuals who may have observed the alleged conduct or may have other relevant knowledge.

Masterworks will maintain confidentiality throughout the investigatory process to the extent consistent with adequate investigation and appropriate corrective action.

Retaliation against an individual for reporting harassment or discrimination or for participating in an investigation of a claim of harassment or discrimination is a serious violation of this policy and, like harassment or discrimination itself, will be subject to disciplinary action. Acts of retaliation should be reported immediately and will be promptly investigated and addressed.

Misconduct constituting harassment, discrimination or retaliation will be dealt with appropriately. Responsive action may include, for example, training, referral to counseling or disciplinary action such as a warning, reprimand, withholding of a promotion or pay increase, reassignment, temporary suspension without pay, or termination, as Masterworks believes appropriate under the circumstances.

If a party to a complaint does not agree with its resolution, that party may appeal to the President of the organization.

False and malicious complaints of harassment, discrimination or retaliation (as opposed to complaints that, even if erroneous, are made in good faith) may be the subject of removal from the organization.

All Masterworks members, contractors and employees shall uphold the values and policies included in our Code of Conduct as detailed above.

All members, contractors and employees will keep derogatory and discriminatory language out of our organization. Masterworks policy prohibits discrimination and/or harassment on the basis of: race, color, ancestry, national origin, ethnicity, place of birth, sex, age, religion, creed, disability or medical condition, HIV/AIDS status, sexual orientation, marital or domestic partner status, gender identity, parental status, pregnancy, weight or height, or any other characteristic protected by state or federal employment discrimination laws. 

Be respectful, courteous and considerate at all times to your fellow musicians, staff and members of the public. Masterworks is a community – our success depends upon continued excellent relationships with and between our members, partners, and the public.

Do not verbally or physically threaten, harass, or assault others including other musicians, staff members, partner organization members, or any member of the public, or engage in any other potentially serious mistreatment of persons, or acts that present an immediate danger to the public health and safety.

Adhere to the Masterworks performance dress codes and standards. The success of our concert performances and programs depend upon compliance with our stated standards of dress and preparation.

You are responsible for all personal belongings at all times.